leadership activation architect
orsa credit union · Plymouth, MI · 1 mo ago
Hybrid$28.61/hrFull-time
We need to output HTML fragment only, with sections for headings where there is real content. Use for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We must not include Job ID etc. Remove boilerplate like EEO, legal, application instructions, contact info, etc. Must preserve all substantive information.
We need to parse the posting.
Content:
- Our Purpose: "To create joy and ignite Michiganders’ Impossible Dreams." Then "Shared Commitments At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire."
- Role Purpose: "The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work. This position has a minimum hourly rate of $28.61, but your offer amount may be increased with relevant work experience and transferable skills."
- Primary Responsibilities: list of bullet points under headings: Leadership Development & Facilitation, Leader Assimilation & Transition Support, Leader Enablement & Coaching Support, Learning Transfer & Capability Reinforcement, Collaboration & Organizational Partnership.
- Qualification and Competency Requirements: includes Education, Work Experience, Preferred Qualifications and/or Competencies (Work Experience, Familiarity..., Industry Experience). Then "The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it." Then "Necessary competencies include:" then list categories: Leadership (with sub-bullets), Functional (with sub-bullets). Also "Work Model and Conditions: Hybrid" with details.
- Benefits: "As a team member of orsa, you’ll enjoy:" then list: Comprehensive medical, dental, and vision plans; Generous paid time off package for all full-time team members; Up to 12-weeks paid paternity/maternity leave; Lifestyle Accounts to help with your personal wellbeing; Family Health Benefits; Paid time off to observe all Federal Holidays; Flexible work options depending on position; A generous 401k match; Numerous employee engagement activities; Community Resource Groups; Paid time off for occasions such as volunteering, caregiving, and family events.
- Also mention "Work Model and Conditions: Hybrid" details.
- Pay: mention minimum hourly rate $28.61, may increase.
- Schedule: Not explicit; maybe hybrid work model details but not schedule. Could infer hybrid but not explicit schedule like full-time etc. The posting mentions "full-time team members" for PTO. Could infer full-time but not explicit schedule. We should not create Schedule section unless posting actually states them. It does not state schedule like "Monday-Friday 9-5". So we omit Schedule.
- Benefits: we have content.
- Skills: maybe not explicit separate section; but we have competencies list. Could treat as Skills section? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real, specific content for it. We have content for About the role (maybe Role Purpose + Our Purpose + Shared Commitments). Could combine as About the role. Responsibilities: we have Primary Responsibilities with subpoints. Requirements: maybe Education and Work Experience (minimum). Qualifications: maybe Preferred Qualifications and/or Competencies. Skills: maybe Necessary competencies include Leadership and Functional. Benefits: we have. Pay: we have minimum hourly rate. Schedule: none.
We must not invent or summarize away detail. Must preserve ALL substantive information. So we need to include all details from the posting, but we can structure them under appropriate headings. Must not omit any substantive info.
We need to decide how to split content.
Let's extract sections:
About the role: Could include "Our Purpose", "Shared Commitments", "Role Purpose". That's substantive.
Responsibilities: Primary Responsibilities with its sub-sections.
Requirements: Could be the basic qualifications: Education: High school diploma or equivalent. Work Experience: Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives.
Qualifications: Preferred Qualifications and/or Competencies: Work Experience: Experience with leader assimilation, succession development, or leadership onboarding programs. Familiarity with engagement, culture, inclusion, and organizational effectiveness practices. Industry Experience: Experience in financial services, banking, or credit union environments. Also statement: "The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it."
Skills: Necessary competencies include: Leadership (with sub-bullets) and Functional (with sub-bullets). Also maybe "Technology & Data Fluency" etc under Leadership.
Benefits: list as given.
Pay: "This position has a minimum hourly rate of $28.61, but your offer amount may be increased with relevant work experience and transferable skills."
Schedule: Not present.
Work Model and Conditions: Hybrid details. This could be placed under About the role or maybe a separate section like Work Model? Not in allowed headings list. Could incorporate into About the role or Responsibilities? Probably better to include under About the role as part of role description. But we must preserve all info. Could add a paragraph under About the role covering Work Model and Conditions.
We must not include boilerplate: EEO, legal, application instructions, contact info, disclaimer, etc. Remove those.
Now produce HTML fragment.
We need to use
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We must not include Job ID etc. Remove boilerplate like EEO, legal, application instructions, contact info, etc. Must preserve all substantive information.
We need to parse the posting.
Content:
- Our Purpose: "To create joy and ignite Michiganders’ Impossible Dreams." Then "Shared Commitments At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire."
- Role Purpose: "The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work. This position has a minimum hourly rate of $28.61, but your offer amount may be increased with relevant work experience and transferable skills."
- Primary Responsibilities: list of bullet points under headings: Leadership Development & Facilitation, Leader Assimilation & Transition Support, Leader Enablement & Coaching Support, Learning Transfer & Capability Reinforcement, Collaboration & Organizational Partnership.
- Qualification and Competency Requirements: includes Education, Work Experience, Preferred Qualifications and/or Competencies (Work Experience, Familiarity..., Industry Experience). Then "The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it." Then "Necessary competencies include:" then list categories: Leadership (with sub-bullets), Functional (with sub-bullets). Also "Work Model and Conditions: Hybrid" with details.
- Benefits: "As a team member of orsa, you’ll enjoy:" then list: Comprehensive medical, dental, and vision plans; Generous paid time off package for all full-time team members; Up to 12-weeks paid paternity/maternity leave; Lifestyle Accounts to help with your personal wellbeing; Family Health Benefits; Paid time off to observe all Federal Holidays; Flexible work options depending on position; A generous 401k match; Numerous employee engagement activities; Community Resource Groups; Paid time off for occasions such as volunteering, caregiving, and family events.
- Also mention "Work Model and Conditions: Hybrid" details.
- Pay: mention minimum hourly rate $28.61, may increase.
- Schedule: Not explicit; maybe hybrid work model details but not schedule. Could infer hybrid but not explicit schedule like full-time etc. The posting mentions "full-time team members" for PTO. Could infer full-time but not explicit schedule. We should not create Schedule section unless posting actually states them. It does not state schedule like "Monday-Friday 9-5". So we omit Schedule.
- Benefits: we have content.
- Skills: maybe not explicit separate section; but we have competencies list. Could treat as Skills section? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real, specific content for it. We have content for About the role (maybe Role Purpose + Our Purpose + Shared Commitments). Could combine as About the role. Responsibilities: we have Primary Responsibilities with subpoints. Requirements: maybe Education and Work Experience (minimum). Qualifications: maybe Preferred Qualifications and/or Competencies. Skills: maybe Necessary competencies include Leadership and Functional. Benefits: we have. Pay: we have minimum hourly rate. Schedule: none.
We must not invent or summarize away detail. Must preserve ALL substantive information. So we need to include all details from the posting, but we can structure them under appropriate headings. Must not omit any substantive info.
We need to decide how to split content.
Let's extract sections:
About the role: Could include "Our Purpose", "Shared Commitments", "Role Purpose". That's substantive.
Responsibilities: Primary Responsibilities with its sub-sections.
Requirements: Could be the basic qualifications: Education: High school diploma or equivalent. Work Experience: Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives.
Qualifications: Preferred Qualifications and/or Competencies: Work Experience: Experience with leader assimilation, succession development, or leadership onboarding programs. Familiarity with engagement, culture, inclusion, and organizational effectiveness practices. Industry Experience: Experience in financial services, banking, or credit union environments. Also statement: "The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it."
Skills: Necessary competencies include: Leadership (with sub-bullets) and Functional (with sub-bullets). Also maybe "Technology & Data Fluency" etc under Leadership.
Benefits: list as given.
Pay: "This position has a minimum hourly rate of $28.61, but your offer amount may be increased with relevant work experience and transferable skills."
Schedule: Not present.
Work Model and Conditions: Hybrid details. This could be placed under About the role or maybe a separate section like Work Model? Not in allowed headings list. Could incorporate into About the role or Responsibilities? Probably better to include under About the role as part of role description. But we must preserve all info. Could add a paragraph under About the role covering Work Model and Conditions.
We must not include boilerplate: EEO, legal, application instructions, contact info, disclaimer, etc. Remove those.
Now produce HTML fragment.
We need to use for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title as heading. Not include Job ID.
We must not create Pay/Schedule/Benefits sections unless posting actually states them. We have Pay and Benefits.
We must not create sections with filler like "commensurate with experience". We have specific pay.
Now craft.
Structure:
About the role
Our Purpose: To create joy and ignite Michiganders’ Impossible Dreams.
Shared Commitments: At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire.
Role Purpose: The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work.
Work Model and Conditions: Hybrid – this position works in-office where working conditions, lighting, temperature, audio, and workspace are all sufficient; also works from home where an appropriate work environment is required. Work requires the ability to constantly operate a computer and the ability to read, type, and communicate. Work may require the ability to move work-related supplies weighing up to 10‑15 pounds. The hybrid classification provides the opportunity to flex with purpose, empowering team members to work in locations best suited for work and life. In that spirit, those in a hybrid role are encouraged to maintain a commutable proximity to their primary work location because: the organization expects hybrid team members to attend certain meetings in person; managers may require onsite work to support outcomes; work model classification is subject to change.
Then Responsibilities:
Responsibilities
- Leadership Development & Facilitation
- Facilitate leadership development experiences for emerging, frontline, mid-level, and senior leaders.
- Deliver engaging leadership learning experiences using adult learning principles, neuroscience, experiential learning, and social learning practices.
- Support development of core leadership capabilities including coaching, communication, inclusion, accountability, change leadership, decision‑making, and team development.
- Facilitate workshops, leadership cohorts, peer learning sessions, and action learning experiences.
- Adapt facilitation approaches to align with leadership levels, business needs, and organizational priorities.
- Leader Assimilation & Transition Support
- Lead new leader assimilation experiences that accelerate integration, clarity, trust‑building, and team effectiveness.
- Facilitate transition support for newly promoted leaders, leaders changing teams, and newly hired external leaders.
- Partner with leaders and teams to clarify expectations, communication norms, priorities, and success measures.
- Support onboarding journeys that build confidence and reduce time‑to‑effectiveness for leaders.
- Create structured follow‑up and reinforcement activities to sustain leader growth beyond initial onboarding.
- Leader Enablement & Coaching Support
- Equip leaders with practical tools, conversation guides, coaching frameworks, reinforcement strategies, and performance support resources.
- Enable leaders to effectively coach employees, reinforce learning, and build high‑performing teams.
- Observe leader behaviors in real work environments and provide developmental coaching and feedback.
- Support leaders in strengthening team engagement, psychological safety, inclusion, and accountability practices.
- Partner with leaders to identify barriers to behavior change and capability application.
- Learning Transfer & Capability Reinforcement
- Reinforce leadership behaviors through follow‑up coaching, reflection activities, peer accountability, and learning‑in‑the‑flow‑of‑work strategies.
- Support sustained behavior change through spaced reinforcement and real‑world application experiences.
- Measure leadership capability growth through feedback, engagement indicators, and business outcomes.
- Identify opportunities to improve leadership experiences based on participant feedback, operational needs, and organizational strategy.
- Contribute to creation of leadership toolkits, job aids, microlearning, and reinforcement resources.
- Collaboration & Organizational Partnership
- Partner with capability architect & designers and business partners to align leadership development strategies with organizational priorities.
- Support enterprise leadership initiatives, and organizational change strategies.
- Facilitate cross‑functional collaboration to strengthen leadership consistency and team member experience.
- Contribute field insights and leadership feedback to continuously improve leadership journeys and programs.
Now Requirements:
Requirements
Education: High school diploma or equivalent.
Work Experience: Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives.
Qualifications:
Qualifications
Preferred Qualifications and/or Competencies:
- Work Experience: Experience with leader assimilation, succession development, or leadership onboarding programs.
- Familiarity with engagement, culture, inclusion, and organizational effectiveness practices.
- Industry Experience: Experience in financial services, banking, or credit union environments.
The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it.
Skills:
Skills
Necessary competencies include:
- Leadership
- Core Adaptive Capabilities: Recognizes recurring patterns in how leaders struggle to apply new skills, adjusting facilitation and coaching approaches as cohorts, leader needs, and business context shift.
- Human‑Centered Leadership: Brings genuine empathy and psychological safety to coaching conversations with leaders, especially during vulnerable moments such
- for any list of duties/requirements/benefits. Use
for prose. We must not repeat job title as heading. Not include Job ID. We must not create Pay/Schedule/Benefits sections unless posting actually states them. We have Pay and Benefits. We must not create sections with filler like "commensurate with experience". We have specific pay. Now craft. Structure:
About the role
Our Purpose: To create joy and ignite Michiganders’ Impossible Dreams.
Shared Commitments: At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire.
Role Purpose: The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work.
Work Model and Conditions: Hybrid – this position works in-office where working conditions, lighting, temperature, audio, and workspace are all sufficient; also works from home where an appropriate work environment is required. Work requires the ability to constantly operate a computer and the ability to read, type, and communicate. Work may require the ability to move work-related supplies weighing up to 10‑15 pounds. The hybrid classification provides the opportunity to flex with purpose, empowering team members to work in locations best suited for work and life. In that spirit, those in a hybrid role are encouraged to maintain a commutable proximity to their primary work location because: the organization expects hybrid team members to attend certain meetings in person; managers may require onsite work to support outcomes; work model classification is subject to change.
Then Responsibilities:Responsibilities
- Leadership Development & Facilitation
- Facilitate leadership development experiences for emerging, frontline, mid-level, and senior leaders.
- Deliver engaging leadership learning experiences using adult learning principles, neuroscience, experiential learning, and social learning practices.
- Support development of core leadership capabilities including coaching, communication, inclusion, accountability, change leadership, decision‑making, and team development.
- Facilitate workshops, leadership cohorts, peer learning sessions, and action learning experiences.
- Adapt facilitation approaches to align with leadership levels, business needs, and organizational priorities.
- Leader Assimilation & Transition Support
- Lead new leader assimilation experiences that accelerate integration, clarity, trust‑building, and team effectiveness.
- Facilitate transition support for newly promoted leaders, leaders changing teams, and newly hired external leaders.
- Partner with leaders and teams to clarify expectations, communication norms, priorities, and success measures.
- Support onboarding journeys that build confidence and reduce time‑to‑effectiveness for leaders.
- Create structured follow‑up and reinforcement activities to sustain leader growth beyond initial onboarding.
- Leader Enablement & Coaching Support
- Equip leaders with practical tools, conversation guides, coaching frameworks, reinforcement strategies, and performance support resources.
- Enable leaders to effectively coach employees, reinforce learning, and build high‑performing teams.
- Observe leader behaviors in real work environments and provide developmental coaching and feedback.
- Support leaders in strengthening team engagement, psychological safety, inclusion, and accountability practices.
- Partner with leaders to identify barriers to behavior change and capability application.
- Learning Transfer & Capability Reinforcement
- Reinforce leadership behaviors through follow‑up coaching, reflection activities, peer accountability, and learning‑in‑the‑flow‑of‑work strategies.
- Support sustained behavior change through spaced reinforcement and real‑world application experiences.
- Measure leadership capability growth through feedback, engagement indicators, and business outcomes.
- Identify opportunities to improve leadership experiences based on participant feedback, operational needs, and organizational strategy.
- Contribute to creation of leadership toolkits, job aids, microlearning, and reinforcement resources.
- Collaboration & Organizational Partnership
- Partner with capability architect & designers and business partners to align leadership development strategies with organizational priorities.
- Support enterprise leadership initiatives, and organizational change strategies.
- Facilitate cross‑functional collaboration to strengthen leadership consistency and team member experience.
- Contribute field insights and leadership feedback to continuously improve leadership journeys and programs.
Requirements
Education: High school diploma or equivalent.
Work Experience: Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives.
Qualifications:Qualifications
Preferred Qualifications and/or Competencies:
- Work Experience: Experience with leader assimilation, succession development, or leadership onboarding programs.
- Familiarity with engagement, culture, inclusion, and organizational effectiveness practices.
- Industry Experience: Experience in financial services, banking, or credit union environments.
The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it.
Skills:Skills
Necessary competencies include:
- Leadership
- Core Adaptive Capabilities: Recognizes recurring patterns in how leaders struggle to apply new skills, adjusting facilitation and coaching approaches as cohorts, leader needs, and business context shift.
- Human‑Centered Leadership: Brings genuine empathy and psychological safety to coaching conversations with leaders, especially during vulnerable moments such
- Leadership Development & Facilitation